ROLLING IN THE DEEP
How do you enable Onlyness in teams? By having their backs, no matter what.
I will be starting a new job in about ten days. And I want to put into practice the ideas you wrote about in a “Matter of Trust.”
My goal is two-fold.
I want to be myself in this new role. I know from experience that my success in any job —and the value the organization gets from my work— is strongly and directly correlated with how open I am and the extent to which I bring my Onlyness to work.
And, I want to create an environment where every person on the team (and everyone else I work with!) can feel free and safe to bring their Onlyness to work. I know this means believing in people building trust and empathy, but I don't know what all this means and what I still need to learn and practice.
To distill this into a question, how can I build a team and an environment where Onlyness thrives as a leader who is new to an organization? I will be building a significant function in a newly formed subsidiary of a large corporation. I will have one team member in place on day one, so I will build my team mostly from scratch.
Hey there, Builder:
What is the opposite of Onlyness?
What is it that decenters one’s own ability to add value, so we’re not ourselves at work?
The answer? Conformity.
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